本研究主要目的在於研究公務機關人事人員的角色定義幅度及組織公民行為，瞭解人事人員對自身工作角色界定的認知及組織公民行為的表現程度。藉由文獻探討及運用量化統計分析方法探討公務機關人事人員的角色定義幅度與其組織公民行為間之關聯性，瞭解其角色定義幅度影響組織公民行為的程度。
本研究以行政院所屬各機關暨地方政府人事機（關）構人員為研究對象，有效問卷413份，問卷回收後以敘述性統計、t檢定、單因子變異數、皮爾森積差相關等統計方法進行資料分析。根據研究之結果與分析，歸納主要研究發現如下：
一、公務機關人事人員能認同並表現出較傳統人事管理以外更多元的角色，並有逐漸轉向員工貢獻管理角色之趨勢。
二、公務機關人事人員在組織中能表現出良好的組織公民行為，尤其能致力於維持人際上的和諧。
三、性別、年齡、工作年資、婚姻狀況、現任職務、服務機關隸屬在角色定義幅度上有顯著差異。
四、年齡、工作年資、婚姻狀況、現任職務在組織公民行為上有顯著差異。
五、公務機關人事人員角色定義幅度與組織公民行為之間有中度至高度相關。
六、角色定義幅度「策略夥伴」對組織公民行為「敬業」、「樂群」並無顯著預測力。
七、角色定義幅度「行政管理專家」對組織公民行為「敬業」之預測力最大。
八、角色定義幅度「員工關懷者」對組織公民行為「樂群」、「守分」、「忠誠」、「熱心」之預測力最大。
九、角色定義幅度「變革推動者」對組織公民行為「敬業」、「忠誠」、「熱心」無顯著預測力；在「樂群」、「守分」具有顯著的負向預測力。
最後，根據研究結果，提出建議供人事主管機關及人事人員管理實務上之參考。 / This study focuses on the topic of public personnel officers’ role definition and organizational citizen behavior in public sector. We use statistical methods to analyze the relationships between personnel staff’s role definitions and organizational citizenship behavior.
This study collects 413 samples from agencies of local government and central government: Executive Yuan. We use descriptive statistics, t test, oneway ANOVA and pearson correlation to analyze the raw data which this study collected. The main statistical results are below:
1.Public personnel staff could recognize and perform an extra role beyond traditional personnel management.
2. Those public personnel staffs who have more organizational citizenship behavior than the other ones in public sector committed highly to maintain interpersonal harmony.
3.There is significant difference among gender, age, years of service, marital status, current position, service agency on role definition.
4.There is significant difference among age, years of service, marital status, current position on organization citizenship behavior.
5.There is mid to highly correlationship between personnel officer’s role definition and organizational citizenship behavior in public sector.
6.The subconstruct strategic partnership of role definition does not predict significantly on those subconstructs of sportsmanship and interpersonal harmony .
7.The administrative expert has the greatest predictive ability on sportsmanship.
8.The employee advocate does significantly predict on sportsmanship , conscientiousnesss, loyalty and altruism.
9.The change agent has no obvious predictive ability on sportsmanship, loyalty, altruism, and has significantly negative effect on interpersonal harmony and conscientiousnesss.
Finally, the research conclusions will provide practical suggestions to personnel directors in public sector.
| Identifer | oai:union.ndltd.org:CHENGCHI/G0094921070 |
| Creators | 張芳琪 |
| Publisher | 國立政治大學 |
| Source Sets | National Chengchi University Libraries |
| Language | 中文 |
| Detected Language | English |
| Type | text |
| Rights | Copyright © nccu library on behalf of the copyright holders |
Page generated in 0.0019 seconds